One of the most concrete — and frequently overlooked — requirements of the E-7 visa is the minimum salary threshold. Your employment contract must show annual compensation at or above the government-set minimum for your E-7 subcategory. If it doesn’t, your application will be denied regardless of how strong your qualifications are.
The thresholds went up for 2026. The E-7-1 floor rose by ₩2,450,000 — so a salary that qualified last year may no longer be enough, including at renewal. This guide covers the exact 2026 figures, what counts as salary, and what both employers and applicants need to watch for.
Why Does a Salary Minimum Exist?
The salary minimum for the E-7 visa serves a specific policy purpose: it ensures that foreign professional workers are paid at a level commensurate with the role, preventing employers from using foreign labor to undercut Korean workers. The Korean government adjusts these thresholds periodically, based on the national minimum wage and per-capita income figures.
For you as an applicant, the salary figure on your employment contract is a hard gate. Immigration officers check the contract figure before evaluating anything else.
2026 E-7 Visa Minimum Salary Thresholds
The following thresholds apply from February 1, 2026 through December 31, 2026, as announced by the Ministry of Justice (Notice No. 2025-406). Until January 31, 2026, the previous (2025) standards applied.
| Visa Type | Category | 2026 Min. Annual (KRW) | Approx. USD* | Approx. Monthly (KRW) | 2025 (old) |
|---|---|---|---|---|---|
| E-7-1 | Professional (전문인력) | 31,120,000 | ~$23,100 | ~2,593,000 | 28,670,000 |
| E-7-2 | Semi-Professional (준전문인력) | 25,890,000 | ~$19,200 | ~2,158,000 | 25,150,000 |
| E-7-3 | General Skilled (일반기능인력) | 25,890,000 | ~$19,200 | ~2,158,000 | 25,150,000 |
| E-7-4 | Skilled Labor (숙련기능인력) | 26,000,000 | ~$19,300 | ~2,167,000 | 26,000,000 (unchanged) |
*USD figures approximate based on KRW/USD ~1,350. Verify current rate before referencing.
How the Thresholds Have Changed Year-Over-Year
Korea’s E-7 salary thresholds have risen consistently, tracking increases in the national minimum wage and per-capita income. For reference:
| Year | E-7-1 Minimum Salary | Change |
|---|---|---|
| 2023 | ~KRW 25,000,000 | — |
| 2024 | ~KRW 27,080,000 | +~8% |
| 2025 (from Apr 1) | KRW 28,670,000 | +~6% |
| 2026 (from Feb 1) | KRW 31,120,000 | +₩2,450,000 (+~8.5%) |
The upward trend is consistent — and 2026 was one of the larger jumps. Any multi-year employment contract should either specify the exact annual salary or include a clause allowing for adjustment as government thresholds rise.
What Counts as “Annual Salary”?
The salary figure on your contract must represent guaranteed, regular annual compensation in Korean Won (KRW). This is where many applicants and employers get caught out.
- Base salary — your regular fixed monthly or annual pay
- Regular allowances — transportation, meal, housing allowances paid every period as part of standard compensation
- Contractually guaranteed annual bonuses — bonuses that all employees receive every year (e.g., a “13th month” payment written into the contract)
- Performance bonuses — payments tied to individual or company performance results
- Project completion bonuses — one-time or irregular payments
- Expense reimbursements — travel, meals, or equipment reimbursements
- Stock options or equity — future-vesting equity compensation
- Benefits in kind — employer-provided housing, car, or other non-cash benefits
Have your employer clearly separate fixed compensation from variable components in the contract — and make sure the fixed portion alone clears the threshold.
How the Salary Must Appear on Your Contract
Korean immigration officers will review your employment contract closely. The contract must:
- Be written in Korean — or have a certified Korean translation attached
- State the annual salary (연봉) or monthly salary (월급) in Korean Won (KRW)
- Clearly distinguish fixed compensation from variable compensation
- State working hours against the total pay — daily and monthly hours should be specified
- Match the salary figure stated in the employer’s supporting documents
- Stating salary in a foreign currency (USD, EUR) without a KRW figure
- Including performance bonuses in the total to clear the threshold — this can be flagged as misrepresentation
- Writing “approximately” or a salary range — the figure must be specific
- A monthly salary that when multiplied by 12 falls below the annual minimum — always check the math
- Omitting working hours — the contract should show pay relative to hours worked
Salary at Renewal: The Threshold Applies Every Time
Many E-7 holders miss this: the salary minimum applies not just at your initial application, but at every subsequent renewal and status change. When you extend your E-7 visa, your current or renewed employment contract must continue to meet the applicable threshold at the time of renewal.
- This is the 2026 trap: the E-7-1 floor rose ₩2,450,000. If your salary didn’t rise with it, you may now fall below the minimum at renewal — despite no change on your side
- Employers should proactively review E-7 employees’ salaries ahead of each renewal cycle
- If you receive a raise before renewal, make sure the updated contract clearly reflects the new figure
Read more about the full renewal process in Part 9 →
What If Your Salary Offer Is Below the Minimum?
| Option | What to Do | Notes |
|---|---|---|
| Negotiate up | Ask the employer to raise the offer to meet the 2026 threshold | Simplest fix — many smaller Korean companies aren’t aware the figure changed in February 2026 |
| Restructure the contract | Ensure fixed components alone sum above the threshold | Do not misrepresent variable pay as fixed — causes problems at renewal |
| Try a different occupation code | A lower-tier subcategory may have a lower salary floor | Code must accurately reflect actual job duties |
| Reconsider the role | If the employer cannot meet the minimum, E-7 is not available for this position | A role below the salary floor cannot be sponsored under E-7 |
Special Case: High-Income Earner Exemption
If your annual compensation equals or exceeds 3 times Korea’s per-capita GNI, all standard education and experience requirements are entirely waived — for any E-7 occupation. For E-7 visas, the government applies a special GNI figure of KRW 49,950,000 (rather than the general GNI figure), and this special rate applies until March 2027. This sets the E-7 high-income exemption threshold at KRW 149,850,000/year (~USD 111,000). For senior executives and specialized engineers, this removes the burden of proving degree-occupation alignment entirely.
Quick Reference
🔹 E-7-2 Semi-Professional: KRW 25,890,000/year (~KRW 2,158,000/month)
🔹 E-7-3 General Skilled: KRW 25,890,000/year (~KRW 2,158,000/month)
🔹 E-7-4 Skilled Labor: KRW 26,000,000/year (~KRW 2,167,000/month)
🔸 High-income earner exemption (E-7 special rate, until Mar 2027): ≥ KRW 149,850,000/year (~USD 111,000)
📌 Applies to new issuance, status change, and extension. Pre-tax annual salary.
Key Takeaways
- 2026 thresholds took effect 1 February 2026 — the E-7-1 floor rose to KRW 31,120,000 (+₩2,450,000)
- The threshold applies at every renewal and status change, not just the initial application — a raise you never got can now put you below the line
- The minimum must be covered by guaranteed, fixed compensation in KRW — variable pay does not count
- Your employment contract must state the salary clearly, specifically, in KRW, and against your working hours
- If your offer falls short, negotiate up, restructure the package, or reconsider the role
- High-income earners above 3× GNI get all education and experience requirements waived entirely
👉 Continue to Part 4: E-7 Visa Documents Checklist →